In This Article
- Frequently Asked Questions
- Templates & Tools
- Example Responses
- Common Issues Identified During Review
- Additional Resources
For details about this credit, including the criteria, reporting timeframe, applicability, scoring, and more, please review the full credit language.
Will our complaint or investigation procedures satisfy the criteria for a “discrimination response protocol or committee” or Bias Response Team?
The key to this part of the credit is to demonstrate exactly how the institution responds to and supports those who have experienced or witnessed a bias incident, act of discrimination or hate crime. Responses that cover judicial actions for the accused or adherence with federal guidelines are not sufficient.
Can we count programs to recruit a more diverse faculty under the Support for Future Faculty section of this credit?
Programs that focus on diverse faculty hiring and recruitment are recognized in the preceding section on Recruitment.
The intent of the Support for Future Faculty section is to highlight programs taking steps to help build a more diverse faculty across higher education in general by supporting future faculty members (i.e., students) from underrepresented groups. Programs claimed in this section should meet the definition of a pipeline program, which support students from underrepresented groups in earning terminal degrees and entering academia.
Examples of pipeline programs include:
- Consortium for Faculty Diversity at Liberal Arts Colleges
- The PhD project
- The CUNY Pipeline Program
- Mellon Mays Undergraduate Fellowship program
- Ronald E. McNair Post-baccalaureate Achievement Program
- Simon Fraser University – Comprehensive responses throughout, particularly under Bias Response section.
- Washington University in St. Louis – Well-organized responses throughout; wide array of fellowships and programs
- Yale University – Comprehensive responses throughout, with website links provided for programs mentioned.
- Responses must be relevant for the topic (1: Non-discrimination statement; 2: Bias response; 3) Recruiting from underrepresented groups; 4) Mentoring, counseling and support; 5) Support for Future Faculty.
- Bias Response Team: To count, the response must clarify how the institution responds to and supports those who have experienced or witnessed a bias incident, act of discrimination or hate crime. Responses that cover judicial actions for the accused or adherence with federal guidelines are not sufficient.
- Recruiting & Mentoring, Counseling & Support: Affirmative responses must be supported by information provided in descriptive fields. If students, faculty and staff are all checked, the response under the descriptive field must reference clarify recruitment/support for all three. Recruitment should cover prospective students/faculty/staff while “Mentoring/support should cover existing students/faculty/staff.
- Support for Future Faculty – Response should reference programs to help students attain doctoral degrees or otherwise obtain careers in academia (i.e., pipeline programs). Responses on employee recruitment or other types of support for underrepresented students should be omitted from this section, but could probably fit under one of the preceding sections.